Miles to Go: Stepping Up Progress Toward Gender Equality

There are 10 gender “impact zones” that need to be addressed in order to accelerate progress toward gender parity.

Finding Hidden Leaders

Most organizations we know have more leadership power within their ranks than they recognize. Some individuals quickly acquire reputations as rising stars and move up the ranks as if in a self-fulfilling prophecy. Others, for a variety of reasons, may miss the fast track. Some of these eventually leave in search of new pastures, while others stay behind, without ever reaching their full potential. Either … [ Read more ]

Jack Canfield

One of the things that may get in the way of people being lifelong learners is that they’re not in touch with their passion. If you’re passionate about what it is you do, then you’re going to be looking for everything you can to get better at it.

Benjamin Artz

Although we found that many factors can matter for happiness at work – type of occupation, level of education, tenure, and industry are also significant, for instance – they don’t even come close to mattering as much as the boss’s technical competence. Moreover, we saw that when employees stayed in the same job but got a new boss, if the new boss was technically competent, … [ Read more ]

Bad At Your Job? Maybe It’s the Job’s Fault

A poorly designed job can work against even the most dedicated employee, setting the person up to fail. Robert Simons explains how to gauge whether an employee’s position offers the right mix of organizational support and responsibility.

Unhappy At Work? Swipe Right To Tell The Boss

Startups and established pollsters alike are working to bring the employee-engagement survey into the age of smartphones and big data.

Ben Horowitz

Every time your company gives someone a promotion, everyone at that person’s organizational level evaluates the promotion and judges whether merit or political favors yielded it.

Daniel Gross

The labor market isn’t like the stock market, where buyers and sellers meet and conduct deals instantaneously with the stroke of a key. In fact, the labor market is in many ways remarkably inefficient. And people and institutions often can’t move fast enough — or may lack or lose the potential to move — to fill open positions.

Seth Godin

We’ve confirmed that vocational skills can be taught (you’re not born knowing engineering or copywriting or even graphic design, therefore they must be something we can teach), while we let ourselves off the hook when it comes to decision making, eager participation, dancing with fear, speaking with authority, working in teams, seeing the truth, speaking the truth, inspiring others, doing more than we’re asked, caring … [ Read more ]

Ron Williams, Jose Almeida

Everybody values the drive for results, the quality of decision making, dealing with ambiguity, but there are some valuable skills that you don’t see everywhere. One is learning on the fly. People who can learn fast will take charge of a situation and can be mobile between businesses and functions. Another one is managing innovation. To manage innovation, you have to have the ability to … [ Read more ]

A New Blueprint for HR

Right now, Silicon Valley companies and other start-ups are leading the way when it comes to delivering consumerized employee experiences and cultural agility. But such an approach to HR is actually available to any company, regardless of size or industry. There are HR models and blueprints available to your company that can help you attract, develop and retain top talent more effectively and consistently.

Equally … [ Read more ]

Finding the Right Performance Incentives to Motivate Employees

Some incentive schemes encourage hard work—others reward those who game the system.

Companies Are Bad at Identifying High-Potential Employees

A high-potential employee is usually in the top 5% of employees in an organization. These people are thought to be the organization’s most capable, most motivated, and most likely to ascend to positions of responsibility and power. To help these employees prepare for leadership roles in a thoughtful, efficient manner, companies often institute formal high-potential (HIPO) programs. And yet, according to our data, more than … [ Read more ]

James A. Runde

What I’ve found is that in the recruiting process, soft skills are under-assessed. In other words, they’re not properly measured.

Once people get hired, they are often slow to be developed by the human resources people. Only when there is a problem, only when somebody gets passed over for promotion, does a person realize that they undervalued, underappreciated how much the soft skills were going to … [ Read more ]

Willy Braun, Laszlo Bock

Companies with sophisticated HR practices such as Google use […] a “combination of structured interviews with assessments of cognitive ability, conscientiousness and leadership.” At Google, their interview questions are build around four pillars: “general cognitive ability, leadership, googleyness and role-related knowledge”

Being Engaged at Work Is Not the Same as Being Productive

The holy grail of today’s workplace is high employee engagement. Many companies are investing heavily to identify what leads to high engagement in order to motivate employees, thereby increasing their happiness and productivity.We think this is important. But based on our research with several large companies, we want to offer a word of caution: senior leadership needs to invest more into creating a culture of … [ Read more ]

Ahead of the Curve: The Future of Performance Management

What happens after companies jettison traditional year-end evaluations?

IQ plus EQ: How Technology Will Unlock the Emotional Intelligence of the Workforce of the Future

Companies have perfected collecting data on consumers to boost sales and customer loyalty. But to date, they have had little insight into how employees interact with each other and what makes them happy or successful at work. A new generation of emerging technologies promises to change that. Boosting EQ as well as IQ. Resulting in a much more engaged, more productive workplace.